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									STATE OF CONNECTICUT

  JUDICIAL BRANCH




 EQUAL EMPLOYMENT
  OPPORTUNITY PLAN




      2011-2012
      (Period ending 12/31/2012)
                  STATE OF CONNECTICUT ~ JUDICIAL BRANCH
                    EQUAL EMPLOYMENT OPPORTUNITY PLAN
                  EFFECTIVE JANUARY 1, 2011 – DECEMBER 31, 2012

___________________________________________________________________________

                         POLICY STATEMENT OF COMMITMENT



It is hereby reaffirmed that it is the policy of the Judicial Branch of the State of Connecticut to
provide equal employment opportunity to all employees and job applicants, regardless of race,
color, religious creed, age, sex, sexual orientation, marital status, national origin, ancestry,
learning disability, present or past history of mental disorder, mental retardation, genetic history,
or physical disability, including, but not limited to, blindness, or criminal record, unless the
provisions of §46a-80(b) or 46a-81(b) of the Connecticut General Statutes are controlling or
there is a bona fide occupational qualification excluding persons in one of the above protected
classes. This policy applies to all aspects of the employer/employee relationship, including
recruitment, selection, appointment, upgrading and promotion, evaluation, conditions and
privileges of employment, training, educational assistance, compensation, benefits, transfer,
discipline, layoff, recall and termination of employment.

The Judicial Branch complies with the Americans with Disabilities Act and with all federal and
state law pertaining to individuals with disabilities. The terms "disability" or "disabled" as used
in this policy statement and elsewhere in the Equal Employment Opportunity Plan shall be
construed in a manner consistent with the ADA and other pertinent federal and state laws. To
this end the Judicial Branch has appointed division representatives to the ADA Committee to
ensure continued compliance with the ADA and an ongoing forum to see that needs are
identified and addressed throughout the Branch. "Equal Employment Opportunity", as defined
by law and governmental regulations, requires affirmative action to overcome the effects of past
and present discriminatory practices, policies or other barriers to equal employment opportunity
and to ensure the full and fair utilization of women and minorities in all levels of the work force.
The goal of the Judicial Branch is to achieve a work force population that is properly balanced
and fully represented by women and minorities throughout the organization and to ensure true
equality of employment and a work environment that is free of discrimination. Further, the
Judicial Branch will make every reasonable accommodation to satisfy the needs of its applicants
and employees with disabilities. If employees feel they have been discriminated against, they
should contact the Administrative Services Division Human Resource Management Unit, Office
of the Chief Court Administrator. The Administrative Service Division Human Resource
Management Unit is authorized to review and investigate such complaints and identify and
mitigate discriminatory practices.

The accompanying Equal Employment Opportunity Plan for 2011-2012 sets forth the continuing
course of action the Judicial Branch will take during this period in order to put forth a good-faith
effort to attain the goals indicated within the fiscal constraints faced by the State. All managers
and supervisors are responsible for implementing the provisions herein.
                           EEOP UTILIZATION AND ANALYSIS


OFFICIALS AND ADMINISTRATORS:
It is our goal to increase minority representation in this category by placing an emphasis on
promotion of, or where appropriate, recruitment of Hispanic males, Asian males, Hispanic
females, Black females and Asian females.

PROFESSIONALS:
It is our goal to increase minority representation in this category by placing an emphasis on
recruitment and promotion of Asian males, American Indian or Alaskan Native males, White
females, Asian females and American Indian or Native Alaskan females.

TECHNICIANS:
The Judicial Branch has no classifications which meet the criteria of this category.

PROTECTIVE SERVICES SWORN:
It is our goal to increase minority representation in this category by placing an emphasis on
recruitment and promotion of Asian males and Asian females.

PROTECTIVE SERVICES NON-SWORN:
The Judicial Branch has no classifications which meet the criteria of this category.

ADMINISTRATIVE SUPPORT:
It is our goal to increase minority representation in this category by placing an emphasis on
recruitment and promotion of Hispanic males, Black males, Asian males, males of two or more
races and Asian females.

SKILLED CRAFT:
The Judicial Branch has no underrepresentation in this category.

SERVICE MAINTENANCE:
It is our goal to increase representation in this category by placing an emphasis on recruitment of
Asian males, White females, Black females, Asian females and females of two or more races.
                            OBJECTIVES FOR ACHIEVEMENT

While the Connecticut Judicial Branch is prepared to take the steps set forth below to achieve the
goals that have been established, we must acknowledge that our opportunities to recruit new
members of the workforce are limited and promotional activity has been curtailed by the fiscal
constraints under which state government continues to operate. Given such constraints on
recruiting from outside the Branch, we will focus our efforts on filling critical vacancies
primarily through the promotion and transfer of existing employees. When opportunities to fill
positions arise, every effort will be made to achieve the goals set forth above through promotion
of existing employees in the targeted racial or ethnic group.

OFFICIALS AND ADMINISTRATORS:
The Connecticut Judicial Branch will make every effort to promote minorities or recruit as
appropriate, for the officials/administrators openings as set forth in the EEOP Goals on the
preceding page. This recruitment effort will include the utilization of Career Builder, which
incorporates major newspaper advertisers and minority targeted advertisers. Whenever
appropriate, recruitment will be done regionally and/or nationally by advertising in professional
publications and newspapers. The Branch will also continue recruitment efforts at state colleges
and universities, including law schools, and through the Internet.

PROFESSIONALS:
The Connecticut Judicial Branch will make every effort to recruit and promote minorities for the
professional openings as set forth in the EEOP Goals on the preceding page. This recruitment
effort will include the utilization of Career Builder, which incorporates major newspaper
advertisers and minority targeted advertisers. Whenever appropriate, recruitment will be done
regionally by advertising in professional publications and newspapers. The Branch will also
continue recruitment efforts at state colleges and universities including law schools.

PROTECTIVE SERVICES - SWORN:
The Connecticut Judicial Branch will make every effort to recruit and promote minorities for
protective services openings as set forth in the EEOP Goals on the preceding page. This
recruitment effort will include the utilization of Career Builder, which incorporates major
newspaper advertisers and minority targeted advertisers. This recruitment effort will take place
throughout the year. The Branch will work with local minority community organizations and the
Connecticut Labor Department.

ADMINISTRATIVE SUPPORT:
The Connecticut Judicial Branch will make every effort to recruit and promote minorities for
administrative support openings as set forth in the EEOP Goals on the preceding page. This
recruitment effort will include the utilization of Career Builder, which incorporates major
newspaper advertisers and minority targeted advertisers. This recruitment effort will take place
throughout the year. The Branch will work with local minority community organizations and the
Connecticut Labor Department.
SKILLED CRAFT WORKERS:
The Connecticut Judicial Branch will make every effort to recruit and promote minorities for
skilled craft worker openings as set forth in the EEOP Goals. This recruitment effort will include
the utilization of Career Builder, which incorporates major newspaper advertisers and minority
targeted advertisers. This recruitment effort will take place throughout the year. The Branch will
work with local minority community organizations and the Connecticut Labor Department.

SERVICE MAINTENANCE:
The Connecticut Judicial Branch will make every effort to recruit and promote minorities for
service maintenance openings as set forth in the EEOP Goals. This recruitment effort will
include the utilization of Career Builder, which incorporates major newspaper advertisers and
minority targeted advertisers. This recruitment effort will take place throughout the year. The
Branch will work with local minority community organizations and the Connecticut Labor
Department.


                                       DISSEMINATION

The Judicial Branch will take the necessary steps to ensure that it’s Equal Employment
Opportunity Plan and EEO and sexual harassment policies are disseminated throughout all its
facilities. These steps will include the following:

   •   Upon its approval, the Equal Employment Opportunity Plan will be distributed to all
       facilities and made readily available for employee review and comment.
   •   The EEO policy statement, non-discrimination and sexual harassment policy statements
       will be distributed to all facilities and posted on bulletin boards throughout each location.
       The plan will also be posted on the Judicial Branch Intranet Website for review by
       employees throughout the year. The Human Resource Management Unit will continue to
       provide support and training to employees and supervisory staff.
   •   All new employees will be given a copy of the EEO policy statement of commitment and
       informed as to the location of the Equal Employment Opportunity Plan within their
       facility.
   •   The Executive Directors will continue to stress the importance of the EEO program and
       require managers and supervisors to undertake conscious and deliberate steps toward
       overcoming adverse practices to achieve the goals set forth in the Equal Employment
       Opportunity Plan. The Judicial Branch Administrative Policies and Procedures Manual
       sets forth that EEO goals are in place and that all managers and supervisors must work
       for their achievement.
   •   Written comments addressing the Equal Employment Opportunity Plan are encouraged.
       These comments should be directed to the Human Resource Management Unit,
       Connecticut Judicial Branch, 90 Washington Street, Hartford, Connecticut.
   •   All EEO internal communications and written comments received will be dated and
       maintained within the Human Resource Management Unit.
   •   The Human Resource Management Unit will continue to provide assistance to
       Affirmative Action Division Coordinators. Training needs were assessed and training
       was deveopled for coordinators. These Coordinators are Judicial Branch employee
        volunteers chosen by their division executive directors. Their mission is to monitor all
        employment interviews to assure that the hiring and promotional standards of the Branch
        are upheld.


                                 EXTERNAL DISSEMINATION

The Judicial Branch is committed to the goals of equal employment opportunity and affirmative
action and has initiated activities to ensure that Equal Employment Opportunity is more than a paper
commitment. The Equal Employment Opportunity Plan is on file with the Commission on Human
Rights and Opportunities. Written expression of the commitment of the Judicial Branch to Equal
Employment Opportunity and notices of job availability are sent regularly to recruiting sources and
organizations that are capable of referring qualified applicants for employment. In addition to
maintaining frequent contact with protected class members and resource agencies, the Judicial
Branch is engaged in discussions designed to foster ongoing relationships and develop additional
recruiting sources.

In addition, employment advertising omits references to age or gender, except in the case of bona
fide occupational qualification or need, and clearly conveys the desire of the Judicial Branch to
employ members of protected classes.

The Judicial Branch is firmly committed to meeting the requirements of the Connecticut Supplier
Diversity Program as mandated by the Connecticut General Statutes. The Department of
Administrative Services (DAS) and the Commission on Human Rights and Opportunities (CHRO)
monitor adherence to these regulations.

Under the Administrative Policies and Procedures of the Judicial Branch, the Materials Management
Unit shall comply with the State policies for Supplier Diversity. CHRO guidelines require that the
Judicial Branch make a good faith effort to award 25% of all non-exempt state contracts with State
Certified Small Business Enterprises (SBE). Of that amount, 25% must be awarded to Minority-
owned Business Enterprises (MBE) which include businesses owned by women and mentally and or
physically disabled persons. A record of the performance of the Judicial Branch against established
SBE goals may be found on the Department of Administrative Services’ website at
http://www.das.state.ct.us/Purchase/SetAside/SAP_CHRO.htm or a copy is available for inspection by
contacting the office of the Director of Materials Management.

In addition, the Judicial Branch refrains from knowingly doing business with any bidder, contractor,
subcontractor or supplier of materials barred from participation in any federal or state contract
program or found to be in violation of any state or federal antidiscrimination law. All purchase orders
sent to contractors or suppliers doing business with the Judicial Branch contain the requirement that
the contractor or supplier comply with all state and federal laws concerning non-discrimination and
warrants that the contractor or supplier will not discriminate or permit discrimination against any
person or group of persons on the grounds of race, color, religious creed, age, sex, sexual orientation,
marital status, national origin, ancestry, present or past history of mental disorder, mental retardation,
genetic history, or physical disability, including but not limited to, blindness, or criminal record,
unless the provisions of §46a-80(b) or 46a-81(b) of the Connecticut General Statutes are
controlling or there is a bona fide occupational qualification excluding persons in one of the
above protected classes. Each contractor or supplier is also required, on request, to provide the
Judicial Branch with information concerning employment practices and procedures. All Contractors
and suppliers must also agree to make a good faith effort to employ minority-owned business
enterprises as subcontractors. The Judicial Branch maintains files containing the name and address of
bidders, contractors and sub-contractors receiving notice of its policy and contract provisions.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                           Race and National Origin
                                         Male                                                                 Female
                                                                                         Two or                                                                     Two or
                                            W       H       B        A      NH     AI or more Unkn               W        H        B       A      NH       AI or     more Unkn
                                                                           or /OPI AN     races                                                  or /OPI    AN       races
Officials /
Administrators
                      Workforce #          114     2        11       0       0        0        1        1       78       2        4        0       0        0         2      0
                     (Total # = 215) %    53.02   0.93     5.12     0.00    0.00     0.00     0.47     0.47    36.28    0.93     1.86     0.00    0.00     0.00      0.93   0.00



                         CLS       # 154,855      5,310   5,055    4,650     45      220     1,435    UNK     93,455    3,925   6,025    2,265     4       195      1,280   UNK
                                   % 55.60         1.90    1.80     1.70    0.00     0.10     0.50    UNK      33.50     1.40    2.20     0.80    0.00     0.10      0.30   UNK




                      Utilization %       -2.58   -0.97    3.32    -1.70    0.00     0.00     0.00    UNK      2.78     -0.47    -0.34   -0.80    0.00     0.00      0.63   UNK




This table indicates that Hispanic males, Asian males, Hispanic females, Black females,
and Asian females are underrepresented in this category.



NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                               Race and National Origin
                                             Male                                                             Female
                                                                                            Two or                                                             Two or
                                                W      H       B        A      NH     AI or more Unkn            W         H       B       A      NH     AI or more Unkn
                                                                              or /OPI AN     races                                               or /OPI AN     races
Professionals
                      Workforce          #     538     49     113      11        0      0      20        4      685       99      130      18      0         0       30      5
                     (Total # = 1,702)   %    31.61   2.88    6.64    0.65     0.00   0.00    1.18     0.24    40.25     5.82     7.64    1.06    0.00     0.00     1.76    0.29



                          CLS            # 152,330    5,480   7,120   8,890     35    200     2,070    UNK    173,995 7,815 11,960 6,290           75      400      2,195   UNK
                                         % 40.20      1.40    1.90    2.30     0.00   0.10     0.50    UNK     45.90   2.10  3.20   1.70          0.00     0.10      0.60   UNK




                      Utilization        %    -8.59   1.48    4.74    -1.65    0.00   -0.10   0.68     UNK      -5.65    3.72     4.44   -0.64    0.00     -0.10    1.16    UNK



This table indicates that Asian males, American Indian or Alaskan Native males, White
females, Asian females, and American Indian or Alaskan Native females are
underrepresented in this category.



NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                         Race and National Origin
                                       Male                                                               Female
                                                                                      Two or                                                                Two or
                                         W       H       B        A      NH     AI or more Unkn              W        H        B        A      NH     AI or more Unkn
                                                                        or /OPI AN     races                                                  or /OPI AN     races
Technicians
                     Workforce #         0      0        0        0       0        0        0       0        0        0        0        0       0       0        0      0
                     (Total # = 0) %    0.00   0.00     0.00     0.00    0.00     0.00     0.00    0.00     0.00     0.00     0.00     0.00    0.00    0.00     0.00   0.00



                        CLS       # 13,980     780      880      485      0        55      314     UNK     18,310    985     2,330     510      15      65      275    UNK
                                  % 35.90      2.00     2.30     1.20    0.00     0.10     0.80    UNK      47.00    2.50     6.00     1.30    0.00    0.20     0.80   UNK




                     Utilization %      N/A     N/A     N/A      N/A      N/A     N/A      N/A      N/A      N/A     N/A      N/A      N/A     N/A      N/A     N/A    N/A




The Judicial Branch has no classifications that fit the Technicians job category.




NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                         Race and National Origin
                                       Male                                                                  Female
                                                                                         Two or                                                               Two or
                                          W        H        B       A       NH     AI or more Unkn              W        H       B        A      NH     AI or more Unkn
                                                                           or /OPI AN     races                                                 or /OPI AN     races
Protective
Services:
Sworn
                      Workforce        # 482      93       151      3        4       3        27       11      143      42       58      0        0       1          11     4
                     (Total # = 1,033) % 46.66   9.00     14.62    0.29     0.39    0.29     2.61     1.06    13.84    4.07     5.61    0.00     0.00    0.10       1.06   0.39



                          CLS       # 19,815 2,115        3,295    215       4       40      385      UNK     2,915    350      840      40       0       25        135    UNK
                                    % 65.70   7.00        10.90    0.70     0.00    0.10     1.10     UNK      9.70    1.20     2.80    0.10     0.00    0.10       0.40   UNK




                      Utilization   % -19.04      2.00    3.72     -0.41    0.39    0.19     1.51     UNK     4.14     2.87     2.81    -0.10    0.00    0.00       0.66   UNK



This table indicates that Asian males and Asian females are underrepresented
in this category.




NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                         Race and National Origin
                                       Male                                                               Female
                                                                                      Two or                                                                Two or
                                         W       H       B        A      NH     AI or more Unkn              W        H        B        A      NH     AI or more Unkn
                                                                        or /OPI AN     races                                                  or /OPI AN     races
Protective
Services:
Non-Sworn
                     Workforce #         0      0        0        0       0        0        0       0        0        0        0        0       0       0        0      0
                     (Total # = 0) %    0.00   0.00     0.00     0.00    0.00     0.00     0.00    0.00     0.00     0.00     0.00     0.00    0.00    0.00     0.00   0.00



                        CLS       # 1,430      130      125       40      0        15       24     UNK       995      95      120       15      0       4        20    UNK
                                  % 47.40      4.30     4.10     1.30    0.00     0.50     0.70    UNK      33.00    3.20     4.00     0.50    0.00    0.10     0.70   UNK




                     Utilization %      N/A     N/A     N/A      N/A      N/A     N/A      N/A      N/A      N/A     N/A      N/A      N/A     N/A      N/A     N/A    N/A



The Judicial Branch has no classifications that fit the Protective Services: Non-Sworn
job category.




NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                              Race and National Origin
                                            Male                                                              Female
                                                                                            Two or                                                             Two or
                                               W       H       B       A       NH     AI or more Unkn            W        H        B       A      NH     AI or more Unkn
                                                                              or /OPI AN     races                                               or /OPI AN     races
Administrative
Support
                      Workforce         #      66      11       6       1        0      0       5        0      689      104     118       7        1       2        27       4
                    (Total # = 1,041)   %     6.34    1.06    0.58    0.10     0.00   0.00    0.48     0.00    66.19     9.99   11.34    0.67     0.10    0.19      2.59    0.38



                         CLS            # 115,070     9,510 11,605 3,055        80    210    2,430    UNK     239,100 20,630 27,735 4,440         125     580       4,355   UNK
                                        % 26.20       2.20   2.60  0.70        0.00   0.00    0.60    UNK      54.50   4.70   6.30   1.00         0.00    0.10       0.90   UNK




                      Utilization       %    -19.86   -1.14   -2.02   -0.60    0.00   0.00    -0.12   UNK      11.69     5.29    5.04    -0.33    0.10    0.09      1.69    UNK




This table indicates that Hispanic males, Black males, Asian males, males of two or
more races, and Asian females are underrepresented in this category.



NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                          Race and National Origin
                                        Male                                                                Female
                                                                                          Two or                                                             Two or
                                          W       H       B        A      NH     AI or     more      Unkn      W        H        B       A      NH     AI or more Unkn
                                                                         or /OPI AN        races                                               or /OPI AN     races
Skilled Craft
                     Workforce #           8       1      0        0       0        0         0       0        1        0       0        0       0        0          0      0
                     (Total # = 10) %    80.00   10.00   0.00     0.00    0.00     0.00     0.00     0.00    10.00     0.00    0.00     0.00    0.00     0.00       0.00   0.00



                        CLS       # 126,105 11,200 7,665         1,405     30      395     2,570     UNK     7,105    1,385    1,120    560      0        30        300    UNK
                                  % 78.90    7.00   4.80          0.90    0.00     0.20     1.60     UNK      4.40     0.90     0.70    0.40    0.00     0.00       0.10   UNK




                     Utilization %       1.10    3.00    0.00     0.00    0.00     0.00     0.00     UNK      5.60     0.00    0.00     0.00    0.00     0.00       0.00   UNK




This table indicates no underrepresentation in this category.



NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.
Judicial Workforce/Connecticut Workforce
Utilization Analysis
December 31, 2010

Job Categories                          Race and National Origin
                                        Male                                                                Female
                                                                                       Two or                                                                 Two or
                                          W       H        B       A      NH     AI or more Unkn               W         H        B       A      NH     AI or more Unkn
                                                                         or /OPI AN     races                                                   or /OPI AN     races
Service
Maintenance
                     Workforce #          48      16      12       0        0       0        1        1        5         7        0       0       0        0         0       0
                     (Total # = 90) %    53.33   17.78   13.33    0.00     0.00    0.00     1.11     1.11     5.56      7.78     0.00    0.00    0.00     0.00      0.00    0.00



                        CLS       # 158,175 35,380 24,300 5,430             75     660     5,845     UNK    126,475 27,240 24,000 4,735          105      435       5,200   UNK
                                  % 37.80    8.50   5.80   1.30            0.00    0.20     1.50     UNK     30.30   6.50   5.70   1.10          0.00     0.10       1.30   UNK




                     Utilization %       15.53   9.28    7.53    -1.30     0.00    0.00     0.00     UNK     -24.74     1.28    -5.70   -1.10    0.00     0.00      -1.30   UNK




This table indicates that Asian males, White females, Black females, Asian females,
and females of two or more races are underrepresented in this category.


NOTES:
Percentages may not add to total due to rounding.
Workforce data provided by Judicial Branch Report NH5301; CLS (Community Labor Statistics) data provided by EEO Census 2000 Data Tool.
Where underutilization results in less than one half (.5) of one position (this calculation is performed by multiplying the Job Category total Workforce number #
by the underutilization percentage for a particular cross-classified category), the category is reflected as adequately represented.

								
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